Page 8 - KZN Business Sense Nkosenhle Hlophe eBook 9.5

MENTAL HEALTH IN THE WORKPLACE

“THERE IS NO WEALTH OR HEALTH WITHOUT MENTAL HEALTH.”

Jacquie Bhana, Jacquie giving them skills and confidence disorders need to be checked.
Bhana Consulting, High necessary for cultivating cultures of WHEN YOU BUILD OTHERS ■ Keep in touch – work in
Performance Coach, psychological safety and managing supportive teams, with a mentor
Mentor and Counsellor UP YOU INCREASE YOUR OWN
mental wellness. Whilst managers or trusted group of colleagues
are expected to take responsibility ■ Ask for help
hen for employee wellbeing, not enough HEIGHT OF GREATNESS. ■ Take a break – allow employees
we is being done to equip them to to be on break
Wtalk deal with this new challenge – on ■ Sleep adequately
about mental top of all the changing business Companies need strategies and chronic mental health may be the ■ Do something you’re good
health, what requirements in a world order that guidelines to assist both parties. result. Supporting short term
does this is being rocked by disruptors. problems to reduce long term at – hobby such as gardening,
actually mean? Certain workplace factors effects is better. crosswords, Netflix, cycling,
Some companies have outsourced negatively affect mental health. book club, crafts, etc.
Mental mental health service to experts to There are some frightening Educating, supporting ■ Accept who you are – self
health includes our emotional, assist. However, the average use of statistics below: and encouraging employees acceptance and self-care
psychological, and social well- Employee Assistance Programme ■ In South Africa one in four creates awareness of issues of are vital, as is mindfulness,
being. It affects how we think, feel (EAP) Services is as follows: employees suffer from depression discrimination, stigmatisation, meditation and spiritual
and act, and helps determine how and harassment, and encourages fulfilment.
we handle stress, relate to others ■ 46% – No not accessed ■ 30% of UK workers have been openness in these topics. ■ Care for others – supporting
and make choices. Did you know ■ 21% – Yes accessed diagnosed with mental health Appropriate policies may be someone if they’re off work and
that by 2030, 80% of the workforce ■ 33% – I don’t know about my conditions at some point, and developed where necessary. when they return to work.
will be suffering with depression. company’s EAP over 6000 people with long
Mental health is predicted to be term mental health problems New ideas and thoughts are ■ Stay connected and continue to
the new fourth bottom line. While it is commendable that die by suicide. In South Africa coming to the fore, e.g., LGBTQI strengthen your relationships
some action is being taken, this number is about 8000. – a community that must not Organisations are not only
What’s happening in business in recognising that this problem be forgotten as we deal with inanimate buildings and
this space? ■ 80% of employees will come to
cannot be resolved by delegating it work despite depression the subject of mental health. machinery, but organisations are
While many workers admit to an outsourced provider is only is Almost half of the trans people made up of people like you and me.
that they struggle with their not enough. A quiet disengagement ■ Presenteeism costs South Africa have thought about taking their We are part of the organisation. We
mental health, disclosing mental from a once active employee cannot millions per year lives and they often experience represent them. And we all have a
health disorders to employers go undetected and should be acted ■ 75% refuse to get treatment discrimination by healthcare staff. role to play – we could be helping
is still an issue. Only 25% of upon. There are visible signs of ■ 46% fear discrimination, fear our colleagues without trying too
managers feel that they had good mental health challenges, and even and shame Creative solutions through hard. We see them every day. Let’s
support in dealing with employee though people try and mask their robust workplace engagement and make more of an effort to really see
depression. More than one in circumstances, there is a need to ■ 25% don’t disclose because there participation must be developed. them, hear them and act on new
ten people don’t know how to listen or tune in carefully for signals: is no support or guidance Here are some examples of new jobs and innovative solutions. 
react or what to say to someone Businesses must do something being contemplated for the future:
with depression. Of the 80% of ■ Hear what they say – they could beyond the obvious to deal ■ Wellbeing directors Jacquie has been working with people
employees who have taken time be telling you something; many with this problem. Work that ■ Sleep coaches in business that experience mental
off work because of depression, people are suffering in silence. is stressful, overwhelming, health problems through her coaching
32% did not tell their employers Loneliness is one of the biggest boring or for which employees ■ Chief of happiness and mentoring programme. She has
done presentations at conferences and
the reason was depression. problems being experienced. are overskilled or underskilled ■ Wellbeing data analysts has found that there is a strong need
Even amid crowded spaces, ■ Smile specialists for business to engage more robustly
This is not shocking, as most people can experience severe work, amongst other issues can on this topic. There are emerging rich
managers don’t feel comfortable loneliness. contribute to mental health. ■ Virtual and remote wellbeing and vibrant discussions in this area,
especially after Covid and with younger
talking to their employees There needs to be an increased professionals employees. She can be contacted to assist
about mental health due to the ■ Be aware of the false reassurance investment in employee mental ■ Wellbeing tech experts organisations with their managers and
lack of resources and guidance of the smile – it could be health through training managers, ■ Resilience specialists employees if there is an identified need.
Jacquie Bhana Consulting is a level one
on how to respond. This shrouded in silent struggles. human resources and clinic staff. BBBEE company.
often leaves employees feeling ■ Appearance is less helpful as a Managers need training to listen, What Can Employees Do? For more information
unsupported and unheard diagnostic tool than we have show empathy, on how to talk ■ Participate actively in company C: +27 83 386 8343
which can exacerbate their been led to believe. about this problem and more programmes and contribute E: info@jacquiebhana.co.za
mental health challenges. W: www.jacquiebhana.co.za
■ By the time mental health is importantly how to take the next to improving programmes
There needs to be a shift in outwardly obvious it is probably step and deal with the problem. ■ Keep active – participate in
culture around creating safe spaces very bad. A deeper connection and regular exercise programmes, and
for dialogue about mental health in check-ins with employees through eat well – make it a social event,
the workplace. We need to develop Some Issues and Solutions one-on-one conversations between away from your desk; join a
tools and guidance for training In dealing with this new the manager and colleagues is lunch club; share meals.
and coaching managers through conundrum, there is a role for both required. Encouraging people to ■ Drink sensibly – disorders such
challenging conversations by the employer and the employee. talk sounds obvious, but if ignored, as alcoholism and eating

STUDENT COACHING FOR THE WORLD OF WORK

acquie Bhana is currently minds, who are ambitious and career counselling, life coaching find that they can open up about The Beier Group coaching programme is
contracted as a coach for the want a better role, a better job, and as well as high performance a number of issues. What I’ve facilitated by Jacquie Bhana; Beier Chief
Operations Officer, Warren Sachs; Beier
JBeier Group’s bursary students. greater mobility.” management and leadership found is that there is great need Group Human Resources Director Rajen
Beier has a well-established coaching. to sometimes talk about some of Reddy; and Group Human Resources
bursary programme for school The bursary programme the mental health issues as well as Manager, Beverley Palmer.

going learners, students that recipients range from the chief She commented, “What I love home relationships with family. Scan the QR code below to watch some
attend university and actually for financial officer, who attended about this programmes is that recent videos.
students inside the organisation. Harvard earlier this year on an I have the opportunity to help One of the biggest needs for
executive programme, through to many of these students to develop the external students is to
Jacquie commented, “It has candidates who are at university life skills, and to build confidence
been a privilege working with the and technicians studying to operate in the world of work. have a job at the end of their SCAN
Beier Group due to the absolute apprenticeship type programmes. It’s amazing how they open up to studies. However, most of QR CODE
heart, passion and authenticity an objective outside coach and the students are successful TO SEE
with which they treat this Jacquie coaches all of these they’ll reveal a lot of what their because Beier recruits the best
bursary programme. The bursary candidates to deal with issues needs are. I provide an absolutely students from the most needy VIDEO
programme benefits a lot of bright that come up in the lives such as safe space for them to talk. They communities.” 

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